Racial Differences in the Career Success of Assistant Football Coaches: The Role of Discrimination,Human Capital,and Social Capital1

The purpose of this study was to examine competing hypotheses (human and social capital vs. discrimination) concerning the differential career outcomes of Black and White assistant football coaches. Data were gathered from 328 NCAA Division 1‐A assistant coaches (224 White coaches, 104 Black coaches). Results demonstrated racial differences in the career satisfaction of coaches, number of promotions received, and organizational proximity to the head coach position among the coaches, with Black coaches scoring lower on each outcome. MANCOVA results and subsequent tests for mediation showed that these differences could not be explained by racial differences in human and social capital, thereby providing support for the discrimination hypothesis.     

The Role of Perceived Demographic Dissimilarity and Interaction in Customer‐Service Satisfaction1

The purpose of the current study was to examine the influence of perceived demographic dissimilarity and interaction on customer‐service satisfaction. Data were collected from 301 spectators at a professional men's tennis tournament. Results indicate that perceived demographic dissimilarity was negatively associated with customer service satisfaction. Further, this relationship was moderated by the amount of interaction between the employee and customer, such that the negative relationship was strongest when interaction was high. Results are discussed in terms of the theoretical implications related to relational demography and practical implications in terms of the “business case” for diversity.     

An Examination of Homologous Reproduction in the Representation of Assistant Coaches of Women’s Teams

Researchers (e.g., Stangl & Kane Sociology of Sport Journal, 8: 47–60, 1991) have been successful in using homologous reproduction theory to explain the decline of women in coaching roles. In this investigation, we aimed to extend previous research by exploring the practice in (a) employment patterns of assistant coaches, and (b) environments in which women are actually the dominant gender doing the hiring. Data from the 2002–2003 Equity in Athletics Disclosure Act (EADA) was used to determine if a head coach’s gender impacted the gender composition of assistant coaches on a staff in four different women’s teams sports in NCAA Division I, II, and III institutions (n?=?2,964). The results indicate that the gender of a head coach does impact the gender composition of the assistant coaches on a staff, irrespective of sport. This relationship was most notable when the head coach was female, as female head coaches were much more likely to hire female assistants than male head coaches were to hire male assistant coaches.     

Examining Potential Differences Between Men and Women in the Impact of Treatment Discrimination

In drawing from the nonsymmetry hypothesis, the purpose of this study was to examine the possible differential effects of treatment discrimination on the career satisfaction and occupational turnover intentions of male and female head coaches of NCAA athletic teams. Data were gathered from 200 coaches. While there were no mean differences in the extent to which treatment discrimination was experienced, results from competing structural equation models demonstrated that treatment discrimination more adversely affected the work outcomes of men than women, thereby supporting the primary study hypothesis. Results demonstrate the need to not only examine mean differences in treatment discrimination, but also the potential for differential impact among members of various social categories.     

On being a living contradiction: the struggle of an elite intercollegiate Christian coach

While some research has been conducted on the manner in which Christian athletes utilize their faith to cope with the dominant culture of winning, there appears to be a relative paucity of investigation on the manner in which elite coaches function in this environment. The purpose of this study was to describe an elite intercollegiate coach’s response to the dominant culture of sport as it related to his spiritual life. We attempted to examine the thought processes and behaviors of an individual held in high esteem by his peers, and report his solutions to some of the dilemmas reported in the previous work by S. J. Hoffman and C. L. Stevenson. This elite intercollegiate coach was extremely committed to his relationship with Christ, but he was likewise heavily involved with the dominant culture of sport.     

Gender and Sex Diversity in Sport Organizations: Introduction to a Special Issue

The purpose of this paper is to introduce the Special Issue on gender and sex diversity in sport organizations. In doing so, we first provide a brief outline of the extant literature, emphasizing the research and theoretical developments at the macro, meso, and micro level of analysis. Based on this framework and review, we allude to the communalities and intricacies in the existing understanding of sex and gender in the sport workplace. Further, we highlight how the contributions in the Special Issue address these voids and can serve as a catalyst to continued scholarly work in the area.     

Gender Representation in the NCAA News: Is the Glass Half Full or Half Empty?

The purpose of this study was to provide a reexamination of the NCAA (National Collegiate Athletic Association) News and the extent to which the publication provides equitable coverage to women and women's teams. To do so, 5,745 paragraphs and 1,086 photographs from 24 issues (12 issues in 1999, 12 issues in 2001) were coded for (a) gender, (b) size, (c) location, and (d) content. Results were then compared to a standard (i.e., the proportion of female athletes competing in NCAA intercollegiate athletics). Results indicate that coverage in the NCAA News was more representative, with respect to the amount of text and number of photographs, than it was in 1988 and 1991.     

Occupational Turnover Intent Among Assistant Coaches of Women's Teams: The Role of Organizational Work Experiences

The purpose of this study was to examine the extent to which organizational work experiences could be used to understand when coaches planned to leave the profession. NCAA Division I assistant coaches (N = 188) were surveyed concerning (a) the age at which they anticipated leaving the coaching profession and (b) the extent to which the 3 work experiences described by S. Inglis, K. E. Danylchuk, and D. Pastore (1996)—Recognition and Collegial Support, Work Balance and Conditions, and Inclusivity—were fulfilled. Chi-square analyses revealed that women intended to leave the profession at an earlier age than did men. A multivariate analysis of covariance indicated that persons who intended to remain in the coaching profession after they turned 55 worked in organizational environments that emphasized Inclusivity. These results are particularly important for female coaches, as women consider an inclusive work environment to be more important than do men (D. L. Pastore, S. Inglish, & K. E. Danylchuck, 1996).     

Initial reliability of the coaching isomorphism questionnaire for NCAA coaches

Isomorphic change is the process by which organizations facing similar environmental conditions will come to resemble one another. Isomorphic pressures may affect coaching behavior as well. The Coaching Isomorphism Questionnaire was developed to assess the isomorphic mechanisms exerted upon coaches. Content and face validity were established as well as acceptable but low reliability estimates.